Once you’ve submitted your flexible working request, your employer is legally required to respond within two months. Here’s what you can expect during the process:
1. Acknowledgment of Receipt
Your employer should acknowledge receipt of your request, typically within a few days. This is often done in writing or via email, confirming that they are considering your request.
2. Meeting to Discuss the Request
Many employers will arrange a meeting to discuss your request in more detail. This is an opportunity to:
- Explore the potential impact of your proposed changes.
- Discuss possible adjustments or compromises.
- Present how the new arrangement could benefit both you and the business.
Tip: Prepare by reviewing resources like the Citizens Advice Bureau guide on flexible working, which can help you build a strong case.
3. Consideration Period
During the two-month period, your employer will carefully assess your request, taking into account factors such as:
- The impact on business operations and team dynamics.
- Customer service needs.
- Whether the arrangement can be trialed to assess its feasibility.
4. Written Decision
Once your employer reaches a decision, they must inform you in writing. If your request is approved:
- Written Confirmation: You’ll receive formal written confirmation of the new working arrangement.
- Implementation Date: The letter will include a start date for your new schedule, allowing time for both you and the employer to prepare.
- Contract Update: Your employment contract will be updated within 28 days to reflect the new working terms.
More information on contract changes can be found at ACAS Contract Changes.
5. Handling a Denied Request
If your request is denied, your employer must provide a clear explanation, outlining the business reasons for the refusal. Common reasons include:
- Increased Costs: If the arrangement would result in significantly higher costs for the business.
- Work Redistribution Challenges: If there is difficulty redistributing work among other employees.
- Impact on Quality or Performance: If the change would negatively affect the quality of work or business performance.
- Customer Demand: If the new working hours do not meet business or customer needs.
- Insufficient Work: If there isn’t enough work available during the proposed hours.
- Business Changes: If upcoming structural changes would conflict with the request.
For more on reasons for refusal, visit GOV.UK's Flexible Working Guide.
6. Appeal Process
While an appeal is not a statutory right, many employers offer one. If you believe your request was not fairly considered, or if the reasons provided are insufficient, you can submit a formal appeal letter explaining why the decision should be reconsidered.
7. Escalating the Issue
If you’re dissatisfied with the outcome and believe the decision was unfair, you may escalate the issue by:
- Seeking advice from a trade union or legal professional.
- Filing a complaint with an employment tribunal if necessary. The Employment Tribunals Service provides guidance on how to proceed.
8. Seeking External Support
Several organisations offer support for employees navigating flexible working requests:
- Working Families: Provides advice on managing work-life balance and flexible working requests.
- ACAS: Offers impartial advice on workplace rights, including flexible working.
- CIPD: Provides insights into the benefits and challenges of flexible working arrangements.
By understanding your rights and preparing thoroughly, you can navigate the flexible working request process confidently and increase the chances of a positive outcome for your work-life balance.